When your employer must pay, what they must include, and what you can do if they're late.
Enter your last day and pay schedule — get the specific date your check is legally due.
→ Use the CalculatorNevada is among the stricter states when it comes to final paycheck timing. If you are terminated — fired, laid off, or let go for any reason — your employer is required to pay your final wages immediately, at the time of discharge. There is no grace period, no "next payday" allowance, and no administrative delay permitted.
This rule applies whether it's a surprise termination or a planned one. If you're called into a meeting and told your employment is ending, your employer should have your final check ready in that meeting, or trigger a same-day direct deposit. Any delay after you walk out the door means your employer is already in violation of Nev. Rev. Stat. § 608.040.
If you resigned, the timeline is different — see the deadline box above for your specific quit deadline under Nevada's law.
Nevada imposes a penalty on employers who fail to pay final wages on time: your wages continue accruing at your regular rate of pay as a penalty for each day of delay, up to a statutory cap. Under Nev. Rev. Stat. § 608.040, this gives your employer a strong financial incentive to pay promptly.
The longer the employer delays, the more they owe. For example, if you earn $250/day and your employer is 10 days late, that's $2,500 in penalty wages accrued on top of the original amount owed.
Wage continuation penalties are calculated and enforced by the Nevada Office of the Labor Commissioner when you file a wage claim — you don't need to track the math yourself.
Nevada requires employers to pay out accrued, unused PTO or vacation in your final paycheck. Accrued PTO must be paid out per Nevada law. This means your PTO balance is treated as earned wages — not a discretionary benefit that can be forfeited when you leave.
If your employer has a "use-it-or-lose-it" policy that causes you to forfeit accrued PTO, that policy may be unenforceable under Nevada law. Accrued PTO that was never used should still be included in your final check.
If your final paycheck is missing PTO you believe you earned, include that amount in your wage claim with the Nevada Office of the Labor Commissioner. The agency treats missing PTO the same as missing wages.
If your employer hasn't paid your final wages on time, your primary resource is the Nevada Office of the Labor Commissioner. Filing a wage claim is free and does not require an attorney. The process generally works like this: you submit a written complaint, the agency contacts your employer, and a settlement conference or hearing is scheduled if the employer disputes the claim.
Most employers respond quickly once a formal wage claim is opened — because penalties and interest often keep accruing during the dispute, delaying resolution makes their situation worse. Come prepared with your last pay stub, your separation date, time records if available, and any written communication about your final paycheck.
Alternatively, you can file a lawsuit in small claims court (for amounts within the small claims limit) without an attorney, or hire a private employment attorney for larger claims. Many employment lawyers handle wage theft cases on contingency, meaning you pay nothing unless they recover wages for you.
Immediately — at the time of separation. Under Nev. Rev. Stat. § 608.040, this applies to all involuntary separations — firings, layoffs, and employer-initiated terminations of any kind.
Whichever comes first: Within 7 calendar days or Your next regular payday under Nev. Rev. Stat. § 608.040. If you gave advance notice, check whether that changes the deadline — some states require same-day payment when sufficient notice is given.
Nevada imposes a wage continuation penalty — your daily wages keep accruing as a penalty for every day the payment is late, up to the statutory cap. The longer your employer delays, the more they owe. File a wage claim with the Nevada Office of the Labor Commissioner to trigger this penalty calculation.
Yes — Nevada requires accrued PTO to be included in your final paycheck. Accrued PTO must be paid out per Nevada law. If your final check is missing PTO, include it in your wage claim.
No. Nevada law does not permit any processing delay for terminated employees. Your employer must pay at the time of discharge. Saying they need time to 'process' is not a valid excuse — the Waiting Time Penalty (or equivalent) begins immediately.
File a wage claim with the Nevada Office of the Labor Commissioner — it's free and does not require an attorney. Gather your last pay stub, separation date, and any time records or emails about your final pay. Most employers resolve claims quickly once a formal complaint is filed, because penalties and interest keep accruing during delays.